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Abstract

Content

Introduction

In todayʼs economy, the successful functioning and development of any organization depends on the implementation of its goals and objectives. Their implementation is not possible without quality control, namely the planning and development of human resources, which are the main wealth for any organization. Economic inefficiency in many enterprises is a consequence of the low efficiency of management organizations, including personnel management. The deterioration of the financial situation causes a decrease in attention to the problems of personnel management, which ultimately leads to an even greater deterioration of the financial condition due to the fall of labor efficiency. In this situation, the practical use of an objective study of the personnel management system in the form of personnel audit is very important.

1. Theme urgency

The relevance of the topic is justified by the fact that the personnel audit allows objectively and in detail to assess the work of the enterprise in the field of organization of the labor process and labor relations. On the basis of the results of the personnel audit, the directions for the innovation of standards that determine the organization of labor processes, as well as the formation of social and labor relations in the organization are determined. Audit of personnel allows to make sure of effective use of labor potential. The solution of such issues is of theoretical and practical interest. In assessing the effectiveness of individual personnel actions and programs, the impact of this program on the performance of employees and the organization as a whole is determined. The study is based on the development of the system of personnel audit of the organization allows the most comprehensive and objective assessment of the state of the organizationʼs staff, to identify inconsistencies and to contribute to their overall effectiveness of the organization.

2. Goal and tasks of the research

The purpose of the study is theoretical reasoning, construction of methodological and practical recommendations for the formation of the concept of personnel audit.

Main tasks of the research:

  1. review the objectives and functions of the audit of the organizationʼs personnel;
  2. to investigate methods and criteria of assessment of the personnel of the organization;
  3. to analyze methods and stages of audit of the personnel;

Research object: processes related to the formation and evaluation of the effectiveness of the personnel audit system in the organization.

Research subject: the process of formation of the personnel audit system as the integrity of actions, functions and methods related to the assessment of personnel in the organization.

3. Theoretical aspects of personnel audit

3.1 The purpose and function of audit staff

An audit is a complex process of obtaining and assessing the objectivity of data on economic and managerial actions and their correlation with the established criteria [1, 3].

The main purpose of the personnel audit is to assess the level of readiness of the enterprise and its staff to work effectively in the market. On the basis of this assessment, a program change, the costs required for the reorganization of the enterprise management system, attract new or re-training of existing personnel [2, 4, 8].

During the personnel audit the following tasks are solved:

The diversity of audit tasks allows us to highlight its main areas:

Only a comprehensive analysis and assessment of indicators can give a complete picture of the ongoing situational changes. Since the personnel management of the organization must be unified, that is, all areas of audit are interrelated and interdependent [5].

All personnel audit functions are closely interrelated and provide a systematic approach to personnel management [11]

The audit of personnel provides the necessary information about the state of the organization. Based on the audit staff developed the program of improvement of socio-labor relations, and algorithms of managerial decisions.

3.2 Criteria for evaluating the activities of personnel

In the study of the employee evaluation system, it is necessary to decide on the basis of what criteria the assessment will be made. The criterion — is such characteristics of work and working behavior that, according to qualified observers, constitute the necessary standards that must be achieved so that both the organization and the individual can realize their goals [7].

The evaluation criteria provide an answer to one of the main questions: how exactly can the Manager and the employee determine the extent to which the employee performs his work? [10, 24].

Evaluation criteria, most often:

  1. are developed by the head and the specialist of personnel service that it is required to investigate accurately system of criteria of an assessment and to carry out during check of adjustment if necessary;
  2. developed in conjunction with the staff performing the required work, which involves collaboration of staff and head of the organization of the evaluation criteria of the employee [11, 13].

Evaluation criteria are divided into 4 main groups (pic.1).

The main criteria for the evaluation of the staff

Рicture 1 — The main criteria for the evaluation of the staff (animation: 9 frames, 10 cycles of repeating, 188 per kilobyte)

Staff performance evaluation criteria should assess the contribution of the employee to the achievement of the organizationʼs objectives, which enables the management of the organization to make effective administrative decisions. The choice of specific evaluation criteria depends on the categories of employees to be evaluated and how the results are expected to be used in the staff assessment [16, 19, 21].

The key issue in any staff assessment is the establishment of indicators. They can be both General, that is equal for all, and specific norms of work and behavior that relate to a particular workplace or a particular position. In the first case, the evaluation indicators determine the employeeʼs compliance to a specific organizational-social system; in the second — employeeʼs compliance with professional requirements [14]. In the performance assessment there are so-called “hard” and “soft” indicators [15].

One of the main issues in the evaluation of staff is the choice of ways (or methods) by which indicators are audited. The chosen method or method of evaluation should ensure the objectivity of measurement of specific values of the indicator. It is also important to observe the condition in the evaluation methodology — the need to describe the quantitative and qualitative interpretation of the possible States of the indicator. It is important to minimize the subjectivity of estimates, as it is unlikely to find a way to achieve their full objectivity [17].

3.3 Methods and stages of audit of staff

The method of audit is a set of methods of control of reproduction processes of socially necessary product and compliance with legal and regulatory [18, 20].

The main sources of information that is used for personnel audit are laws and regulations in the field of labor and labor relations management, labor indicators of the organization, the results of questionnaires and interviews of employees [11,24].

Personnel audit involves the use of a variety of methods of verification and analysis, which can be divided into 5 main groups of methods:

The choice of method is determined not only by the object of study, but also by factors of external and internal environment of the organization. Therefore, the Manager decides which method to perform a personnel audit depending on the task, which is currently a priority for the organization, taking into account external and internal factors [25]

There are 4 main stages in the process of personnel audit (pic.2).

The stages of audit of staff

Рicture 2 — The stages of audit of staff

The use of these stages and methods of personnel audit, can improve the profitability of the organization by identifying internal reserves to improve the efficiency and productivity of the organizationʼs staff.

Conclusion

Personnel audit is therefore an independent assessment of the organizationʼs personnel. It is part of the assessment of the human resources management system as a whole, as well as an independent procedure that is aimed at assessing the personnel management system and staff assessment. Depending on the needs of the organization, the audit of personnel can be carried out in a broad version, that is, the development of recommendations to optimize the human resources management system, to solve strategic tasks, and in a shortened version to characterize the personnel composition, to solve operational, local tasks.

The direction of the audit of personnel is specified for each individual organization and depends on its objectives, as well as what the audit subjects would like to know to make optimal management decisions.

The Expediency of staff audit is that it assesses the readiness of the enterprise and its staff to work effectively in the current market conditions. It has 4 stages: preparatory, information gathering, verification of the "high risk" category and the final stage. All stages are interrelated and interdependent. Conducting a personnel audit involves choosing the method that is most appropriate for the organization, so the head himself makes a choice which method is preferable.

Selection of the main criteria for personnel assessment allows the most effective assessment of the employee from all sides. The evaluation system is based on the improvement of employees ʼ work. For each category of employees developed its own evaluation system. The evaluation criteria provide both the Manager and the employee with an idea of what is expected from his work.

Personnel Audit creates a strategic superiority of the organization in the field of personnel management, also allows you to improve the competitiveness of the enterprise in the market, by adapting to changes in the external environment in various fields.

When writing this essay, the masterʼs work is not yet completed. Final completion: June 2019. The full text of the work and materials on the topic can be obtained from the author or his supervisor after the specified date.

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